Explain your improvements and how they better protect employees and the company.

Words: 1265
Pages: 5
Subject: Uncategorized

Codes of Ethics Review the CapraTek Employee Complaints media from last week, paying particular attention to CapraTek’s Code of Ethics and the Employee Handbook section on harassment. Part 1: Code of Ethics Choose 23 of the ethical precepts from the CapraTek Code of Ethics and discuss how you might improve upon them. Explain your improvements and how they better protect employees and the company. Search the Internet for Drafting a Code of Ethics, and use suggestions that you find helpful, citing source(s). Part 2: Anti-Harassment Policy Using the Harassment Prevention Policy Checklist, draft a concise, 12 page anti-harassment policy for CapraTek. Compare and contrast your policy with CapraTeks existing employee handbook section on harassment in the Media Piece. Explain how your improvements benefit employees and better protect the company. In both parts of the discussion, be sure to use concise language and avoid hyperbole such as zero tolerance, or We will not tolerate. Instead, use professional language that concisely states the objectives and policies of the organization. The tone should be serious, but not harsh or strident. CapraTek Code of Ethics 1. Employees shall, at all times, demonstrate respect toward each other, toward our customers, and toward all stakeholders in executing their work duties. 2. Employees shall demonstrate honesty at all times, and shall handle CapraTek customers, accounts, resources, and contracts with the utmost integrity. 3. Employees shall exhibit loyalty toward CapraTek by actively promoting its products and speaking favorably of the company in all communications, public and private. 4. Employees shall exhibit punctuality and responsibility in all work performed for the company. This shall include attendance on the job unless excused, diligence in completing all work duties, and timely and accurate completion of all assigned work duties. 5. Employees shall observe all employment laws, including but not limited to, antidiscrimination laws, safety laws and regulations, and all other laws, and shall report any violations they become aware of pursuant to the employee handbook. 6. Any mistake made on the job shall immediately be reported by an employee who makes or observes the mistake, to their supervisor, within 24 hours, or sooner, if an emergency exists. 7. No employee may accept a gift from any of CapraTeks customers, contractors, or partners that is equal to or greater than $5 in value. Any attempt to offer an employee a gift shall be reported according to the employee handbook. 8. Employees shall demonstrate integrity in all duties, and shall be honest in their interactions with each other at all times. 9. Employees shall demonstrate competence in all work duties. If an employee is asked to perform work for which they are not competent, the employee will seek guidance from a supervisor. 10. This Code of Ethics shall apply to all employees at all levels, and, in the event of a breach of any of these provisions, an employee shall be disciplined in an appropriate manner, which may include dismissal from the company. POLICIES One of the main goals of the Human Resources team at CapraTek is to provide resources that allow employees to focus on and maximize their work and personal lives. This Service Center provides access to policies, training and development resources, and select Human Resources programs. ________________________________________ POLICIES Whether you have just joined our staff or have been at CapraTek for some time, we hope that you will find it a place that encourages you to be your best possible self. We consider CapraTek’s employees to be its most valuable resources. Our employee handbook has been written to serve as the guide for the employer/employee relationship. ________________________________________ EMPLOYEE HANDBOOK POLICIES Accommodating Disabilities Attendance Guidelines CapraTek Communication Policy Code of Business Conduct Disability Policy for Staff Dress Code Drug and Alcohol Policy FMLA Holidays and Holiday Pay Identification Badge Policy Information Security Policy Paid Time Off (PTO) Sexual and Other Unlawful Harassment Social Media Policy SEXUAL HARASSMENT POLICY CapraTek is committed to maintaining a work environment where all individuals are treated with respect and dignity. It is the policy of CapraTek to strictly prohibit harassment on the basis of any protected class, including sexual harassment. HARASSMENT Harassment is defined as behavior that is not welcome or that is offensive to the recipient or his/her coworkers. It may be verbal, non-verbal, physical, or sexual and either overt or subtle. It is considered harassment if the conduct: Has the purpose or effect of unreasonably interfering with the persons work performance; or Otherwise adversely affects the individuals employment opportunities. Employees of CapraTek may not engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that persons race, creed, color, religion, sex, national origin, disability, age, marital status, status with regard to public assistance, sexual orientation, or that of the persons relatives, friends, or associates. Supervisors may not allow individuals under their supervision to harass others. Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means. SEXUAL HARASSMENT Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. Under federal law and regulations, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute unlawful sexual harassment when either: (1) submission to such conduct is or becomes a term or condition of an individuals employment or is used as a basis for employment decisions relating in any way to that individual; (2) such conduct substantially interferes with an individuals work performance; or (3) such conduct creates an intimidating, hostile, or offensive working environment. Examples of sexual harassment include unwelcome sexual flirtations or propositions, offensive physical contact or physical closeness, suggestive jokes or stories, conversations about sexual exploits, excessive romantic attention (. love letters, inappropriate emails, gifts), and direct and indirect suggestions that an employees job security or opportunities for advancement may depends in any way on the granting of sexual favors of relations. COMPLAINT PROCEDURE If you experience any job-related harassment or have a related complaint, you should promptly report the matter to your immediate supervisor. CapraTek will undertake an investigation ensuring confidentiality to the greatest possible extent. CapraTek expressly prohibits any form of retaliatory action against any employee availing themselves of the benefits of this procedure. Retaliation is a violation of this policy and may result in discipline, up to and including termination. No employee will be discriminated against, or discharged, because of bringing or assisting in the investigation of a complaint of harassment. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. PENALTIES FOR PROHIBITED HARASSMENT If an investigation reveals that the harassment complaint is valid, prompt disciplinary action will be taken designed to immediately stop the harassment and prevent its recurrence. Disciplinary action will be taken on a case-by-case basis. A violation of the harassment policy may be grounds for termination. An employee may also be subject to individual liability and penalties as a harasser.

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